Thursday, 13 October 2016

Five Principles of Goal Setting

1 Clarity:Clear goals are measurable and unambiguous. When a
goal is clear and

specific, with a definite time set for
completion, there is less misunderstanding about what behaviors will be rewarded.

2 Challenge: One of
the most important characteristics of goals is the level of challenge. People are often motivated by achievement, and they'll
judge a goal based on the significance of
the anticipated accomplishment. Rewards typically increase for more difficult goals.

3 Commitment: Goals
must be understood and agreed upon if they are to be

effective.
Employees are more likely to "buy into" a goal if they feel they were part of
creating that goal. The notion of participate management rests on this idea of involving employees in setting goals and making decisions.

4 Feedback: In addition to selecting the right type of goal, an
effective goal program

must also include feedback. Feedback provides
opportunities to clarify expectations, adjust. goal difficulty, and gain recognition.

5 Task Complexity: The last
factor in goal setting theory
introduces two more

requirements
for success. For goals that are highly complex, take special care to ensure
that the work doesn't become too overwhelming.
People who work in complicated and demanding roles probably have a high level of motivation
already.